Employers

Post Hire Testing

Once you’ve hired the right employee for the job, the trick is keeping them fit for duty. If they want to transfer to a different job within your organization, is that new job right for them? Or are they choosing a new opportunity that will only injure them? If a supervisor notices an existing employee struggling are there policies in place that will allow fitness for duty testing? If employees go out on FMLA for extended periods, do you know if they are fit to return? And time changes all things. Just because they were fit 2 years ago when you hired them, doesn’t mean they are fit now.

Retain Smart

When transfer opportunities present themselves to employees, often their last consideration is whether they are physically capable of doing the job. They are often attracted to the new job because of better compensation, more optimal shift assignments or more appealing job duties. Pre-Transfer Testing can be an important step in determining if they are physically capable of the new target job. First line supervisors are usually the first to know whether an employee is struggling with the physical demands of the job. However, much of the time the supervisor feels helpless to intervene.

Fit-for-Duty Testing provides an objective measure of the match between the existing employees’ abilities and job demands. Periodic Fit-for-Duty Testing insures that the existing workforce remains capable of job demands and testing after FMLA insures that employees return from a leave fit to do their jobs. All told there are many reasons to test your existing work force.

Helpful resources

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Let’s Talk

ErgoScience offers customer support to employers concerned with helping the world work better. Call Lane Savage at 205-879-6447, ext 224.